CONTENTS                                                             

3. Funders

Project Management

Tony Yau

Carol Mcleod

Tu Nham Mao

Katty Law

Amanda Chan

Sandra Yau

Hazel Tang

Sharon Zho

Yuan Tzan

Hint Chau

The views expressed within this report are not intended to reflect those of the project funders.

1 Introduction

The Grainger Town Partnership is a Single Regeneration Budget partnership comprising of a number of voluntary, statutory, community and business organisations active within the Grainger Town Area.¹

As part of the Grainger Town Partnership ENTRUST has been granted approval for an initiative entitled 'Ethnic Business Development'.

1.2 Ethnic Business Development

This initiative aims to utilise the specialist expertise, which ENTRUST² has, in development work with SMEs and underrepresented groups. In particular the project aims to assist the economic regeneration of the Grainger Town area by assisting the Chinese community and business community clustered around Stowell Street, in the area generally known as Chinatown.

The emphasis of this initiative will be on diversification into non- traditional areas. Currently the Chinese business community is too highly concentrated in catering, which leaves them in a vulnerable position. Whilst vertical diversification has occurred, horizontal diversification needs to be encouraged. The initiative would concentrate on the second generation, the unemployed, the under-employed within the Chinese community.

In undertaking such an initiative it is necessary to have a clear understanding of the structure of the community.

ENTRUST would then use the audit as a base for the following activities:

1. One to one counselling, advice and signposting over an extended period of time for individuals and businesses.
2. Business needs analysis
3. Identifying other diversification mechanisms through market research
4. Diversification, either through new markets or promoting the use of IT and the Internet for marketing or enhancing owner/manager competencies.
5. Using the financial resources of the Chinese community to assist diversification through investment: accessing equity and loan finance from the ENTRUST 'Business Angels' scheme and loan funds.

This report sets out the Community Skills Audit that was undertaken and the analysis of the findings.

1.4 Aims and Objectives of the Community Skills Audit

At its inception the stated objectives of the Community Skills Audit were to: -

• Identify the education, training and employment of the Chinese community of the Stowell Street, Bath Lane and other relevant areas.
• Identify underemployment within the sample.
• Identify the perceived barriers to gaining employment that the community faces.
• Determine the employment and training aspirations of the Chinese community.
• Determine the self-employed's aspirations within the community and the aspirations of others to venture into business.

The aim of this survey was to be more than a simple audit of the existing skills within the Chinese community. It is the intention of this report to provide data and raise awareness of issues relating to the economic development of the community.

The survey therefore examines a number of varied issues in relation to the existing skill base, which are relevant to the personal aspirations of individuals.

The report has a sample of 84 respondents from the age of sixteen, across the geographical range of the North East of England, but centrally Newcastle upon Tyne. 7 researchers chose from the area in and around the Grainger Town, where they were located. Chinese researchers were specifically employed and trained for the survey due to the specialist area of the audit.

Each interview had a structure set around a specifically designed questionnaire. The questionnaire was given a serial number for future reference and each individual questionnaire was recorded using this process for confidentiality.

Confidentiality was of the utmost importance throughout and each individual signed the Data Protection Act of 1984 to ensure that it was carried throughout the whole recording processes.

The questionnaire encompassed questions on Education, Training, Unemployment, Self-employment and Aspirations.

The interviews were chosen as the most effective method due to the efficiency and accuracy by which information could be recorded. As well as the time and costs which were all kept to a minimum with this process.

A copy of the questionnaire can be found in the appendices³.

1.5.1 The Profile of the Sample:

Sample size: 84

Chart 1: Age of the sample.

The respondents were mostly between the ages of 26 and 45. This age range is what is considered to be the second generation of the community, which in terms of the audit was what was being looked for exactly, as mentioned previously in this methodology.

Chart 2: Gender profile of the sample

The gender profile although as random as the rest of the sample, did provide a near exact divide between the genders, 51% male and 49% female, which in terms of equal opportunities gave the audit a clear head start.

Chart 3: The marital status of the sample

A considerable number (60%) of respondents were married and a fairly large number (39%) also considered themselves to be single.

Chart 4: Place of Birth

Chart 5: UK residency if born outside the UK

A significant percentage of respondents had lived for over 10 years in the UK. Only 6% of respondents had resided in the UK for less than 12 months.

Chart 6: Geographical distribution of the home address of the sample.

41% of the sample lived within the City boundaries of Newcastle upon Tyne. A further 10% lived within the Grainger Town area.

2.0 Overview

This analysis draws together the principal elements from the sections within the main report and aggregates the key data.

A key element in the economic development of any community is the level of educational attainment of its individuals.

1. 27% of respondents had no formal education.
2. 48% of respondents attended school within the UK.
3. 31% of respondents had A-Level qualifications from the UK.
4. 25% of respondents had attained a degree level subject.

Generally respondents attained a high level of education.

Significantly a high level of unemployed respondents had some form of higher education qualification.

Training like education is a key element in the economic and personal development of any community.

1. 48% of the total sample indicated their desire to attend further training courses in the future.
2. A varied interest in other courses was also expressed such as 'Tax', 'English' and 'Buying'.
3. The most in demand courses were IT 40%, Importing/ Exporting 37% and raising money 36%, however all suggested courses aggregated a high number of interest.
4. 40% of respondents believed their present job did not match their skills and training.
5. The largest group of unemployed respondents only had 'on the job' training.
6. Only 12% of self employed respondents provided training within their own business.
7. 71% of self-employed respondents were interested in training courses.
8. 79% of respondents would take up free advice, training and finance to set up in business.
9. The most significant barrier all respondents believed prevented them from undertaking training was perceived to be free time at 25% and unsuitable times of courses 19%.

2.5 Section 7 Self - Employed

1. 25% of all respondents were self-employed.
2. 31% of respondents businesses were located in the Grainger Town area.
3. 17% of respondents had a restaurant / food business.
4. 25% of respondents had been in business for over 10 years.
5. 51% of respondents had always been self- employed.
6. 48% of businesses were family owned.
7. 80% of businesses employed 1 to 5 employees.
8. 55% of businesses were sole- traders.
9. 33% of businesses had assistance to set up in business from a bank, whilst 27% had assistance from family & friends.
10. Respondents indicated some form of business aspirations such as 'increase takings' and 'new markets'.
11. 49% stated they would consider setting up a new business.

48% of the respondents had gained O-level qualifications after attending school within the UK. With 17% achieving the same or similar qualification in Hong Kong and 7% in China.

31% gained A-levels in the UK

25% also gained a degree.

Only 7% had a degree from Hong Kong and only 5% from China.

The table below illustrates the qualifications respondents have received

The level of qualifications respondents have received and the country of

Origin qualifications were awarded in

UK

HK

CHINA

SE ASIA

O-level

41

15

6

2

A level

26

6

4

2

Degree

21

1

6

0

Post Grad

6

0

1

0

City & Guilds

10

0

0

0

BTEC

8

0

0

0

HNC/HND

8

1

0

0

Professional

0

0

0

0

Table 1: The level of qualifications.

27% of respondents had no formal qualifications

Only 24% of respondents did not achieve some sort of qualification. Others attained some form of recognised qualifications.

Of those that gained an O level in a subject/s only 31% went on to A-levels and slightly fewer continued into higher education.

The differences between those who gained O-levels and those who went onto A-levels and further education is even more pronounced in China, Hong Kong and SE Asia.

The sample size in this report survey is too small to indicate with any degree of confidence, whether those that attained higher qualifications led to enhanced prospects of employment, although nationally published reports tend to lead to the conclusion that this is the case.

If this is the case, however the qualifications of the respondents should have lead to a higher level of employment and a low rate of underemployment.

Throughout this report, the skills and qualifications of respondents will be compared with employment to show either a high or low rate of underemployment.

The following chart is the first supporting analysis of the high educational attainment of employees in relation to their employment status. The chart below raises a number of points that will be broadened and addressed in the skills section.

• 62% of Unemployed respondents had some form of higher qualification.
• A high rate of education would normally have given the respondents a higher than average chance of being employed.
• 60% of self-employed and 61% of employed respondents had a high level of educational. Therefore this should have lead to a high level of occupational categories amongst the group.

Chart 7: Employment ratios against educational achievements

Other courses respondents are interested in

Fashion

Communications

Asset Technical Service

Law

Taxes

Photography

Buying

2 English

Postgraduate

Chart 10: Courses that respondents were interested in, in relation to their employment status

All respondents from the sample chose more than one training course that they would be interested in. A high interest for courses by employment sector is depicted above.

This analysis raises certain points:

Firstly, why are there such a high number of unemployed respondents who desire further training, it is obvious this would improve their employment potential meaning that such facilities have not been easily accessible, prior to the audit. Could this be a reflection of low morale and motivation of the unemployed within this community?

Secondly, a significant proportion (38%) desired further training even though they were currently employed. This could be seen as a combination of trying to enhance their personal skills and career prospects or it could be an expression of dissatisfaction with their current employment.

The survey examined the perceived barriers to training; respondents could list more than one barrier.

The respondents were widely spread but a significant number (25%) stated they had no free time, However most of the respondents who contributed to this figure also stated unsuitable times of courses prevented them from attending as well as a lack of money to finance the training.

The pattern of perceived barriers for women were very different with family commitments being high on the table of business.

Chart 11: Factors preventing respondents from attending training courses.

A significant number 79% of respondents held driving licences. Considering the above and the good transport network in Newcastle upon Tyne, access is not likely to be a significant barrier to those seeking employment.

Chart 16: Employed respondents allocated job titles.

However a significant number of respondents were employed in what is described as a low occupational category e.g. Shop Assistant or Waiter.

Chart 17: Employed respondent's current employment organisation.

An analysis of the job title and the types of industry sectors reinforced the previous statement that a considerable number of respondents were concentrated in the industry of catering.

Although there is no survey evidence to substantiate this view, it is considered that this lack of movement into different employment areas could cause extensive damage if the catering industry were to have a down turn.

The majority of respondents 59% who were employed at the time of the survey considered that their present job matched their personal skills and training. However, the analysis of the skills and education of respondents would disagree with this as analysis of individual skills in relation to current employment in section 8, provides evidence that a considerable number of respondents were underemployed.

Even more symbolic was that 32% of respondents were looking for a new position of employment.

'Not the first career choice' was considered to be the major factor for wanting a new job.

The lack of career satisfaction will be discussed in more depth in chapter 8.

The unemployment level amongst the survey was 34% of the total number surveyed.

The largest proportion (40%) of those unemployed had been out of work for a considerable period of time, over 12 months. This is illustrated in the chart below.

Chart 18: Time out of work

Note: (Long term unemployment is normally a term that categorises those who have been out of work for a year or more.)

Often the longer the period of time the person is out of work, the less choices of re-entering employment.

The experience of job loss is itself a demoralising factor, whilst the long-term unemployed are generally viewed less favourably by an employer who is offered a choice.

The long term unemployed are therefore stuck in a self perpetuating cycle of being unable to obtain work, potentially, as a result of having been out of work for a long time.

Further analysis of the unemployed revealed surprising results in terms of the categories of unemployment.

A considerable number of those unemployed (50%) were not claiming benefit of any kind.

Although there is no specific evidence, it appears that the Chinese community are less likely to have been registered unemployed for what could be a multitude of reasons e.g. Personal, financial, confidential etc.. One positive aspect of unemployment is the time available to further their education, increasing the chances of employment.

The unemployed have a number of varied responses to the reason behind their unemployment, significantly 60% preferred to give their reason as personal.

It should be noted that a high proportion (15%) had entered higher education and had not gained employment once finished.

Chart 19: The types of problems encountered by the unemployed.

Not all the respondents felt that their language had prevented them from obtaining a job, contrary to popular belief.

When asked what factors prevented them from getting work, respondents (48%) highlighted travel as their main problem. This could have indicated a severe problem with transport, but as previously outlined, travel throughout the North-East is good, however the cost is quite high and this could be a factor.

The assumption can be made that those truly seeking work would consider travelling anywhere in the City and outside areas.

33% also stated they had no problems, which is somewhat alarming as it could be contrived as there being no reason they would not enter employment.

The unemployed respondents had worked within a vast range of job categories.

It should be noted however that most of the jobs previously held, were in the catering industry or of a low occupational category.

However there were exceptions with highly skilled 'white collar' jobs previously held by the unemployed such as nursing and graphic designing.

The unemployed respondents were also asked what level of work status they would wish to enter and the types of careers they would enter into.

The majority of individuals (42%) indicated that they would like to be in full time employment.

The respondents mostly chose careers in which they had not previously been employed. However, there were exceptions with a number of respondents choosing waiter/essing in which they had previously been employed in. Those respondents that choose this path normally had other skills, which they seemed to overlook, further discussions will appear in section 8.

The survey encompassed 25% of all respondents who were self-employed.

The most common business areas in the present survey were the food, restaurant industry with 17%. This is illustrated in the graph below which also highlights other business areas.

The majority of self employed (25%) had been in operation for over 10 years or more, and had always been self employed (51%)

As illustrated, below:

The other significant elements to consider were the majority of respondents (48%) had a family owned business. This is not remarkable as illustrated in section 6, employed respondents were employed in family businesses, which appears to be the norm amongst the sample.

The survey suggests that self-employed respondents involved family members in the running of their business and in the finance of the start of their business.

The size of the 'self-employed' businesses in terms of employees, ranges from 1 employee to over 50. The majority of businesses (80%) employed 1 to 5 employees.

This is of particular relevance to ENTRUST has we provide assistance to SMEs in the area.

The main sources of assistance used in setting up the business encompassed within the present survey are illustrated below.

In light of the above chart, the bank (33%) which is a normal ?port of call?, is still used by respondents to set up in business. However a significant number, (27%) also encompassed friends and family.

Reinforcing a popular belief that the community is ?close knit? and where ever possible, prefers to help one another set up in business.

A downside of assistance from family members could be a contribution towards problems in terms of expansion, if the family unit lacked sources of funding the business could suffer. Arguments within families could cause legal problems and generally, differences could limit businesses 'development potential'.

The survey indicated a high level of business aspirations within the Chinese community. All of the self-employed respondents stated that they have considered improving their business in one way or another.

A few suggestions they gave are contained within the table below:

Business Aspirations

Increase takings

Expand

Branch out

Increase products

Open Franchise

New markets

As illustrated in the chart above a further 49% of respondents also stated they would consider setting up a different kind of business. This could be a way in which those that have concentrated on the catering industry could branch out into other areas of business.

The type of business run by the group has so far seemingly not been adversely affected by a downturn in the economy. As mentioned previously however the opportunity for small businesses in the Grainger Town area is very limited in terms of expansion. Thus, the scope to employ family members and acquaintances becomes limited.

The employed respondents, like most other respondents in the audit, were highly skilled in a number of mediums. As the table below illustrates, the employed respondents had gained a variety of skills in their present type of employment. The skills were by no means trivial, Customer Care, Administration and Teaching to name but a few. However, as discussed in previous chapters, some of the employed respondents did not have a high job category and a great number( %) wanted further training to improve their job prospects. This could signify a high level of Under employment.

The table above further illustrates the wide range of skills the respondents believe they had collected in their present position of employment.

The table below illustrates the methods used by respondents to gain their skills. Respondents were able to choose more than one method.

Only 19% of the skills respondents recorded were formal qualifications, the most significant section had on the job training. This is not any less relevant to employment, and should be looked upon as more significant in terms of employment experience. A greater number of organisations now require formal qualifications as well as experience.

The respondents also recorded the skills they had gathered in their prior positions of employment. This enabled a further analysis of the skills they had in relation to their current position of employment. As the table suggests the respondents had a lot more skills than they had gathered in their present employment. These skills could be used to improve their employment level.

The table below illustrates a random selection of the skills gained in prior employment.

The skills that respondents had gained in the past were through formal training. This appears to be the norm amongst the sample. The table on the next page illustrates this.

The respondents also told the survey the past employment organisations that they worked in, this was extremely useful as we could establish a pattern of under employment on a longer basis.

The table below is a selection of past organisations that respondents worked within.

The chart above (Chart 30) shows a high proportion of employment within catering in previous positions. This is not surprising as most of the employed respondents are employed within the catering industry.

What is surprising, is the other skills employed respondents had. Respondents were asked to discuss skills, which they perceived they had. This did not necessarily have to be employment skills.

The responses to this question were quite alarming and confirmed earlier suspicions of under employment. As illustrated by the sample of skills on the next page a considerable number of the sample were highly skilled in other areas. In relation to their current employment some of their skills outweighed their current employment position.

The next page contains the chart (chart 31) of a selection of Other skills.

The above table represents only a fraction of the skills respondents have. As the chart illustrates, with examples of Accounts degrees and Teaching and PhDs, the sample is highly qualified in other areas of employment.

In the examples featured in 2.6, Section 8, Skills a random selection of respondents were discussed to represent the sample as a whole. This is not ideal for a true representation of the employed respondents. It would have been better to analyse the whole sample but this was not possible for a number of reasons, most notably time and confidentiality.

The chart on the previous page is similar to the responses of the employed respondents in that it shows the unemployed have skills in numerous areas such as Marketing and Customer care.

Again the skills that the respondents choose to highlight were mainly on the job training as illustrated above.

Additionally the other skills showed a high level of different skills that could hopefully establish an unemployed person in either employment or in the position of being able to train or start up a business.

As previously illustrated in the employed section of this chapter examples of respondents who have not attained their personal levels of employment are described in 2.6, Section 8, skills

The self employed respondents much in the same way as the unemployed respondents, can not really be analysed under 'employment'. A number of self employed respondents did however want to start new businesses and what would be useful is to understand the extent of skills they already have, in order to provide training and business advice.

The self-employed respondents all said they had at least one skill that they used in their business/es. Only a couple of respondents mentioned skills that they may not have used in business e.g. Chinese Medicine

The self-employed respondents, just like the previous respondents, also stated the way in which skills were gained. It follows the same pattern as previously. Current skills were normally learnt on the job. The table below illustrates this. (Chart 35).

The self-employed respondents also gave examples of past employment skills that they had learnt in previous employment as illustrated in the table on the next page. Most of the respondents felt that they had good communication skills and Customer Relations Skills.

The self-employed respondents, like most of the respondents, had gained there past employment skills from on the job training.

The other skills that respondents mentioned are of vital importance in being able to diagnose what self-employed respondents would require. If respondents have other skills that could be developed into a new business and have thus far been unable to use them than this could be termed under employment in business.

The table that follows is the other skills that self-employed respondents have.

The skills respondents have are extremely diverse with skills ranging from language skills to graphic design.

The other skills were learnt in a number of ways as before but most of the respondents have formal training in the areas that they choose to acknowledge. This is promising for future developments of businesses.

The survey indicated a high level of business aspirations within the sample as a whole, 53% of all respondents stated that they would like to set up their own business.

It has been considered that the possibility of social mobility through self employment may be seen as greater than that available as an employee and some may consider the risk of self employment to be preferable to the despair of unemployment.

The pattern of interest is as follows:

The types of desired businesses

Printing

Gifts

Post office

Car services

Media Buying agency

Chinese Culture Centre

No ideas

Wedding Centre

Restaurant

Aromatherapy

Leisure/ Brewery

Design company

Underwear

Alternative health care

Import/ Export

Hunting club

PR company

Web site design

Freelance training

Bookkeeping

Chinese wine bar

IT

Chinese Articles

Properties

Chinese fortune teller

Sub contracting

Travel services

Illustrator

Scuba Diving

The suggested businesses, in more ways than one, mirrored the skills and training respondents mentioned in the survey. Other suggestions of businesses were taken from hobbies or interests that the respondents enjoyed and believed could be turned into a business idea.

The hobbies of interests respondents believed they could turn into a business.

Scuba diving

DIY

Cars

Chinese art & craft

Designing surface patterns

Party

Design skills

Design

Computing IT

Translation

Connections with china

Hunting

Driving instruction

Catering skills

Aerobics

Chinese medicine

Organising party functions

The respondents gave various responses to what prevented then from setting up in business. The largest barrier that has to be overcome is the lack of funding; also a significant percentage (18%) would require business advice to start up a business.

42% of respondents want further contact about a business idea, which establishes a need for further contact.

5% of respondents knew someone who was seeking a job, training or looking to set up in business.

1 The map of the Grainger Town area of Newcastle upon Tyne

2 A description of ENTRUST

3 An example of the Grainger Town Partnership: Community Skills Audit

ENTRUST is an Enterprise Agency, which was established in 1981 by the Tyne & Wear County Council. It is a company limited by guarantee and is a non- profit-making organisation.

ENTRUST has now been operating for 16 years offering business advice, counselling and training to start-up business and establish SMEs. During this period we have established reputation for effective delivery of our services. As a service provider we place great emphasis on the quality and have gained ISO 9000. All counsellors and trainers who are either full-time employees are required to acquire appropriate professional accreditations. All counsellors and consultants are required to attend our courses for Continuing Professional Development.

In addition to the work we undertake with the wider SME Community we have developed specialist areas of expertise. We have developed with developed with working with local ethnic communities through City Challenge, The racial Equality Council etc.

Reference Number:

Serial Number:

Start Time/ End Time:

Location of Interview:

Date:

Signature:

Mr

Mrs

Miss

Ms

Dr

Address

GT

City

Out

Male

Female

Single

Married

Separated

Divorced

Widowed

Day

Month

16-25

26-35

36-45

46+

UK

HK

China

SE Asia

Elsewhere

Less than 12 months

1 to 2 years

2 to 5 years

5 to 10 years

Over 10 years

Full Driving License?

Yes

No

Do you have access to a car?

Yes

No

Do you have any disabilities?

Yes

No

What is your current situation?

Go to Section B

Go to Section C

Go to Section D

Full time

Part-time

Temporary

How did you find your current job

Family business

Job Centre

Approached employer directly

Careers office

Approached by the employer

Job club

Newspaper

GT

City

Out

Length of service with employer

< 1 year

1 to 2 years

2 to 5 years

5+ years

Type of organisations/business

Restaurant

Takeaway

Wholesale (cash & carry)

Manufacturing

Retail (shops)

Bank/Building society

Local government

Financial Services

Import/export

Printing

Professional (Solicitors, Accountants)

IT/computers

Medical (Doctors/ Hospitals)

Number of employees

1 to 9

10 to 19

20 to 29

30 to 49

50 to 99

100+

Do you think your present job matches your skills and training?

Yes

No

Have you always had the same job?

Yes

No

Are you looking for a different job at present?

Yes

No

Sole trader

Partnership

Have you always been self-employed?

Yes

No

Is it a family business?

Yes

No

Less than 1 year

5 to 9 year

1 to 2 years

10+ years

2 to 5 years

None

11 to 20

1 to 5

20 to 50

6 to 10

50+

GT

City

Out

Bank

Local Authority:

Accountant

Family and friends

Solicitor

Business Link

Do you provide training in your business?

Yes

No

Unemployed and claiming benefit

Unemployed and NOT claiming benefit

In between jobs

Length of unemployment

< 1 month

7 to 12 months

1 to 3 months

12 + months

4 to 6 months

Work status

Full time

Home working

Part time

Why did you leave your last job?

Redundancy

Health reasons

Temporary job ended

Personal reasons

Other

None

How did you gain these skills?

On the job

Day release at college

Formal training

Self-taught

Have you encountered any particular problems whilst seeking employment?

(Please tick where appropriate)

UK

HK

China

SE Asia

(Please fill in where?)

O-level/CSE/GSCE

A-level

Degree (BA, BSc)

Postgraduate (MA, PhD, MBA)

City & Guilds

BTEC

HNC/HND

Professional (ACCA)

(Tick any that are appropriate)

Information Technology

Creating a Business Plan (accounts \ research)

Franchises

Book keeping

Marketing and Sales

Business Administration

Customer Services

Raising Money

Importing and Exporting

(Tick any that are appropriate)

Present job does not allow enough free time

Lack of information about what is available

Language difficulties

Length of training courses

Training courses are at unsuitable times

Unable to travel to the training course

Family commitments

Lack of child care facilities

Lack of money for certain course fees

Not interested in the courses available

Would you consider setting up your own business?

Yes

No

Yes

No

If yes, what kind of business?

If no, what has stopped you getting this business started?

Lack funds

Lack of confidence

Lack of premises

Need business advice

Not suitable for local market

Recession

Have no business idea

Do you have an interest or hobby that may be developed into a business idea?

Yes (If Yes, please state)

No

Would you take up free advice, training and finance to set up a business?

No

Do you know anyone who is seeking a job or training or looking to set up their own business in the Grainger Town area:

No

Would you like someone to contact you about a business idea that you have?

No

Reference Numbers :

Type of organisation/business

Restaurant

Takeaway

Wholesale (cash & carry)

Manufacturing

Retail (shops)

Bank/Building society

Local government

Financial Services

Import/export

Printing

Professional (Solicitors, Accountants)

IT/computers

Medical (Doctors/ Hospitals)

Others please state

None

How did you gain these skills?

On the job

Self-taught

Type of organisation/business

Restaurant

Takeaway

Wholesale (cash & carry)

Manufacturing

Retail (shops)

Bank/Building society

Local government

Financial Services

Import/export

Printing

Professional (Solicitors, Accountants)

IT/computers

Medical (Doctors/ Hospitals)

Others please state

None

How did you gain these skills?

On the job

Self-taught

None

How did you gain these skills?

Past on by family

Others please state